Managers, Your Employees Have Changed

Think about this—according to an article in the June 14th issue of The Wall Street journal, “the employee who return to the office after a year of remote work aren’t the same employees their bosses remember.”

This also holds true for remote workers who are not returning to the workplace—they’ve changed as well.

The article goes on to share that after a year or more of working on their own, you may find that your people have significantly changed—and, this can be a good thing for you as a manager and for your business.

While you may find that your staff members are now used to having more control over their time, including when their work gets done, their new time management skills will give you, the manager, more time to do things other than assign work or monitor production. Your team knows what is expected of them and knows how and when to deliver.

While this may be threatening to some managers, hopefully you’re one that sees the upside. This shift should give you more time to mentor and coach your staff. The change in how you manage should also allow you more time for your own personal and professional development—something many of you have neglected in the past.

However, before you start celebrating, take time to get to know your staff—even people you may have managed for years before the pandemic. Spend time with them to understand where they are now—not where they were before your organization went to remote.

For example, don’t assume that if they needed help with a particular part of their job before, they need it now. They may have developed new skills and abilities while working remotely. The reverse also may be true—some people who used to be very independent may need additional support.

You need to get to know them as they are today. Think of your staff as if they are new to the organization and the job. Have a personal conversation with each one and ask questions like:

• How does it feel to be working here now?  Ask everyone this is a question—who are back in the workplace, those who are remote, and those who are working a hybrid schedule.

• Have your career goals changed?

• What concerns do you have about the path they’ve on—full-time in the office, full time remote or hybrid?

• How can I as your manager support you at this time?

This Is new to all of us so be kind to yourself and to your team—whether you see them in person or on Zoom. Let them know they have your total support.